Diversity Climate Perceptions and Employee Turnover Intentions: The Importance of Racial Group Identification

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Abstract

The workplace diversity climate shapes our perceptions of our workplaces and influences our intentions to leave or stay with an organization. In two studies we test how two variables – racial group membership and racial group identification – interact with diversity climate, operationalized as multiculturalism and colorblindness, to influence employee turnover intentions. Whereas previous research reports racial group membership to be a moderator of the diversity climate and employee turnover relationship, the present studies did not replicate these findings. Instead, we found a three-way interaction with diversity climate perceptions, racial group membership (i.e., visible minorities vs. White/Caucasian), and racial group identification predicting employee turnover intentions. A multicultural diversity climate related negatively with employee turnover intentions for some, not all, visible minorities (i.e., minority racial group membership) with high racial group identification (Study 1 and Study 2). A colorblind diversity climate related positively with employee turnover intentions for visible minority employees with high racial group identification (Study 2). A colorblind diversity climate related negatively with employee turnover intentions for White/Caucasian participants and unexpectedly with Asian participants with high racial group identification (Study 1). Further, we found a main effect of multiculturalism (vs. colorblindness) suggesting in general, regardless of racial group membership, participants intend to stay with organizations that endorse multiculturalism over colorblindness. We discuss implications for climate and policies in multicultural organizations.